There is no one-size-fits-all program that can be used to train all your employees. As you devise the set
of training packages most suited to your organization, it’s vital to recognize the unique, one-of-a-kind
strategies however, to training – namely, upskilling, reskilling, and cross-training.
UPSKILLING: Upskilling is the term used to refer to training which contributes to the enhancement for a
person’s overall performance in their present position, preparing them to improve further at their jobs.
This strategy offers personnel the competencies they require to take on new duties and responsibilities
within their position, such as being promoted to the supervisor of their department.
RESKILLING: Reskilling refers to training which facilitates employees to move into new roles or adapt to
changes in their present roles. One such example might be training a secretary/receptionist to take on a
role in the marketing department after your company adopts an AI-based answering system, rendering
his/her role redundant.
CROSS-SKILLING: Cross-training (or cross-skilling) prepares a company’s personnel to take on extra work
associated to their modern-day roles. Cross-trained employees can fill in at different positions in their
departments, such as a social media marketing specialist, being capable of taking on the roles and duties
of an event planner, in a pinch.
Each of the above strategies has its position in a training program, with many organizations choosing to
adopt hybrid training programs instead of relying on just one of the strategies. When it comes to rapid
development of employees particularly, most organizations focus on adopting the hybrid method of
reskilling, upskilling, and adopting a cross-functional training module to preserve the employee’s skill-set
relevant to their company’s requirements.